Human Resources Manager

The HR Manager, Staff Operations role supports the execution of the firm’s HR strategy across the staff population, ensuring consistent delivery of HR programs, policies, and processes. This role oversees key operational areas including recruiting, onboarding and offboarding, compliance, employee relations, and workforce processes. As a member of the HR team, this position partners across the firm to coordinate HR operations, support program implementation, and maintain effective and compliant HR practices. The role focuses on operational efficiency, data accuracy, and consistent application of policies to support the employee lifecycle and business needs. COMPENSATION: At Spencer Fane, we carefully consider a wide range of factors when determining compensation, including but not limited to location, skillset, experience, training, licenses, certifications and other business or organizational needs. Compensation will be determined based on the above factors along with the requirements of the position. We expect the salary for this position to be between $105,000 and $125,000. PRIMARY RESPONSIBILITIES: Ensures Firm HR compliance with applicable regulations and employment law practices; including compliance with required training, documentation, and audit readiness. Partners cross-functionally within and outside of HR to support recruiting, hiring, onboarding and offboarding processes; assists with coordination during M&A activity, as needed. Communicates emerging HR issues and insights to leadership, while collaborating with internal partners to reinforce standard practices and resolve employee concerns effectively. Partners to support execution of staff performance management processes, including feedback cycles, documentation, and process consistency. Ensures consistent and compliant execution of HR programs across the employee lifecycle by coordinating activities, identifying process gaps, and driving alignment across stakeholders. Supports administration of compensation and employee recognition programs, including coordination with HR, Finance, and business stakeholders to ensure accurate and consistent application of programs. Communicates HR policies, processes, and guidance clearly and concisely, adapting messaging to varied audiences and organizational levels. Partners across HR, legal, and business stakeholders to coordinate activities, resolve issues, and ensure consistent application of HR practices. Manages staff employee relations matters, including issue resolution, investigations, and disciplinary processes; collaborates with Attorney Relations HR Manager, HR leadership, legal counsel, and management as appropriate. Ensures employee data is accurately and consistently entered and maintained, applying defined validation standards to uphold data integrity and protect sensitive information. Partners across HR, Finance, and Payroll to support workforce data tracking, reporting, and process execution, ensuring accuracy and alignment with business and compliance requirements. Supports HR projects and process improvements, including implementation of new programs, enhancements to existing processes, and organizational changes (e.g., M&A). Supervises HR Generalist and HR Coordinator, including providing regular training, guidance, and performance feedback. Other related HR projects as assigned. QUALIFICATIONS: Education: Associate’s degree or and/or Bachelor’s degree preferred. HR certification (e.g., SHRM-CP, PHR) preferred. EXPERIENCE, SKILLS & COMPETENCIES: Experience: 7+ years of HR experience, including 4 years in a generalist or HR business partner capacity with experience in a professional services environment. HR Operations & Program Administration: Demonstrated experience managing employee relations matters, including issue resolution, performance concerns, and investigations, in addition to supporting and executing HR operations such as recruiting, onboarding and offboarding, and compliance. Experience administering HR programs and policies across a diverse employee population, ensuring consistent application, adherence to guidelines, and alignment with business needs. Compliance, Policy Application: Developed knowledge of federal, state, and local employment and labor laws, and HR compliance practices. Employee Relations & Workforce Support: Demonstrated expertise managing complex employee relations matters, including investigations, issue resolution, and disciplinary actions, with sound judgment and a consistent, risk-aware approach. Partners effectively with HR leadership, legal counsel, and management to navigate sensitive situations, mitigate risk, and drive appropriate outcomes. Brings a strong understanding of workforce dynamics, including internal mobility, retention, and employee experience, to inform decision-making and support organizational effectiveness. Compensation, Metrics & Operational Support: Applies consistent compensation practices and disciplined documentation standards to ensure decisions are equitable, auditable, and accurately reflected in workforce reporting. Supports administration of compensation and recognition programs in alignment with established guidelines, coordinating with HR and business stakeholders to maintain consistency. Ensures accuracy and integrity of compensation and workforce data, recognizing the direct impact on pay equity, reporting, and compliance outcomes. Project & Program Execution: Brings experience supporting HR projects and initiatives within cross-functional environments, demonstrating strong coordination, attention to detail, and consistent follow-through. Contributes to process improvement efforts by identifying inefficiencies and supporting implementation of enhancements and organizational changes, including M&A-related activities. Demonstrates the ability to manage competing priorities, exercise sound judgment, and deliver accurate, timely results in a fast-paced environment with minimal direction. Systems & Technical Capability: Experience working with HR systems (e.g., Workday, ADP, UKG, or similar) to support HR operations, reporting, and data management. Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook), with ability to manage documentation and reporting. Communication & Cross-Functional Partnership: Experience supporting a range of stakeholders, including managers and senior leaders, in addressing employee matters and navigating sensitive situations with discretion and sound judgment. Demonstrated effectiveness conveying HR policies, processes, and guidance across multiple organizational levels, adapting communication style to ensure clarity, alignment, and appropriate application. Background working in cross-functional, multi-stakeholder environments (e.g., HR, Finance, Payroll), contributing to coordination, issue resolution, and consistent execution of HR programs. Systems & Technical Capability: Experience working with HR systems (e.g., Workday, ADP, UKG, or similar) to support HR operations, reporting, and data management. Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook), with ability to manage documentation and reporting. SUPERVISORY RESPONSIBILITY: Provides leadership and oversight for direct reports with accountability for performance, development, and operational excellence. WORKING CONDITIONS: Primarily performed in an office environment with frequent interaction across multiple legal teams. Work hours are generally standard business hours; however, occasional evenings or weekends may be required to meet deadlines or manage urgent docketing needs. Fast-paced, collaborative environment requiring adaptability, attention to detail, and the ability to manage multiple priorities simultaneously. PHYSICAL REQUIREMENTS: Regularly required to sit, stand, or walk for extended periods while performing administrative and docketing duties. Ability to lift and carry up to 25 lbs as necessary for filing or document handling. Ability to perform repetitive motions, including typing, filing, and document scanning. Occasional bending, reaching, and handling of office equipment or materials. Adequate visual and auditory ability to accurately review legal documents, operate computer systems, and communicate effectively. DISCLAIMER The above statements are intended to describe the general nature and level of work being performed by individuals assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required of personnel so classified. #J-18808-Ljbffr